JOB DESIGN

JOB DESIGN

  22:46    Rahul R

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Job design is defined as the process of deciding on the content of a job in terms of its duties and responsibilities; on the methods to be used in carrying out the job, in terms of techniques, systems and procedures and on the  relationships that should exist between the job holder and his superiors, subordinates and colleagues.

Goals of Job Design

•       To meet the organizational requirements such as higher productivity, operational efficiency, quality of product/service etc.

•       To satisfy the needs of the individual employees like interests, challenge, achievement or accomplishment, etc.

              To integrate the needs of the individual with the organizational requirements

Approaches to Job Design

. Engineering Approach

2. Human approach

3. The Job Characteristic Approach

Engineering Approach (F.W.Taylor, 1911)

•       Work should be scientifically studied.

•       Work should be arranged so that workers can be efficient

•       Employees selected for work should be matched to the demands of the job

•       Employees should be trained to perform the job

•       Monetary compensation should be used to reward successful performance of the job

Human Approach (Herzberg)

•       Motivators like achievement, recognition, work itself, responsibility, advancement and growth

•       Hygienic factors like working conditions, organizational policies, inter-personal relations, pay and job security

•       Laid emphasis on the psychological needs of employees in designing jobs

The Job Characteristic Approach (Hackman and Oldham)

•       Skill variety

•       Task identity

•       Task significance

•       Autonomy

•       feedback

Job Design Options

•       Job Rotation : Movement of an employee from one job to another

•       Job Enlargement: Adding more and different tasks to a specialized job to provide greater variety. This is called horizontal job loading